April 25, 2025 • 30 mins
Melissa Ashley, founder of Women in Work US and the Menopause Mandate, joins us for a compelling conversation about workplace support through every stage of women's lives, especially menopause.
She shares her journey of recognizing that while companies focus on reproductive health, they often neglect supporting women through menopause, despite this demographic making up approximately 20% of the US workforce. "There's not a lot that's really targeted to C-suite executives in the HR and benefits area that talks about the how," Melissa explains, highlighting the gap her organization fills through impactful events and resources.
We explore the fascinating reality that women in midlife are typically at the peak of their careers—more confident, experienced, and free from many earlier life constraints. As Melissa puts it, "We're less constrained, we're more comfortable with ourselves, we've really come into our own and can be much stronger contributors as well as consumers." This perspective reframes the conversation from viewing menopause as a liability to recognizing it as a period of tremendous potential.
The conversation takes a turn when Melissa reveals her groundbreaking initiative: the first national free Menopause Mandate advice line. This resource connects women with qualified menopause guides for 15-minute consultations, addressing the critical gap in healthcare support. With roughly 56,000 OBGYNs nationwide and approximately 70-80% lacking menopause education, countless women find themselves dismissed by medical professionals during this critical life transition.
Whether you're an HR professional seeking actionable strategies to support your workforce, a woman navigating perimenopause or menopause, or simply interested in creating more inclusive workplaces, this episode delivers invaluable insights. Join us to discover how supporting women through all life stages creates stronger organizations and more fulfilling careers.
Ready to make a difference in your organization? Connect with Melissa through LinkedIn or visit menopausemandate.org to learn about access to the free advice line.
For WiW Events, visit www.wiwsummitus.com.
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Email Us: info@midovia.com
MiDOViA is dedicated to changing the narrative about menopause by educating, raising awareness & supporting women in this stage of life, both at home and in the workplace. Visit midovia.com to learn more.
The information, including but not limited to, text, graphics, images & other material contained on this website are for informational purposes only. No material on this site is intended to be a substitute for professional medical advice, diagnosis or treatment.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
Welcome to the Medovia Menopause Podcast
Business Edition, your trustedsource for insights on menopause
and midlife in the workplace.
Each episode featuresmeaningful conversations with
inspiring guests.
Tune in and enjoy the show.
Hi everyone.
Today we have a special guestwho we've been working alongside
(00:21):
for several years now.
Melissa Ashley is joining theshow.
Melissa is the founder of Womenin Work US and the Menopause
Mandate.
Today we're going to dive intowomen's workplace empowerment
and what it really means to havesupport through every stage of
life, including menopause.
So let's dive right in, melissa.
(00:43):
Take us back a little bit.
What inspired you to launchWomen in Work US?
Speaker 2 (00:50):
Well, thanks for that's a great question.
I'm super excited to be here totalk about this, so if I take
you back, we won't go too farback.
I promise I was doing a lot ofwork in the menopause space
about four or five years ago,really trying to figure out how
to help women get access toevidence-based facts right,
because there's so much greatcommunity building on social
(01:10):
media but a lot of theinformation is not necessarily
correct and I really felt likethe lack of access for women was
a problem.
And while I was doing that, itoccurred to me as a business
person that if companies didn'tstart to really get on board
with recognizing that women doage right and they are an
(01:30):
important part of the workforcepopulation, that if they're not
well supported, that when womenstart recognizing that they
deserve better treatments andthat there are ways to feel
better, if their companiesweren't supporting them, they
were going to be very frustrated.
So we my business partner and Iconceptualized women in work as
a way to try and help combatthat.
Speaker 3 (01:50):
That's great, so great.
Well, how would you say you'redifferent than other women's
summits?
Or you know, conferences froman event perspective?
Speaker 2 (02:02):
That's a great point.
You know there's a lot ofwomen's events in the market.
They're usually very consumerdriven.
There are women's B2B programsbut they tend to focus more on
women empowerment, which issuper important, and on you know
why it's important for us allto get together and, I think,
again, super important.
(02:22):
But there's not a lot that'sreally targeted to C-suite
executives in the HR andbenefits area that really talks
about the how right, and so manyof these women's events are
focused on gender equity, likeours is, but also on
reproductive rights, fertility,all super important things that
(02:43):
I've taken advantage of.
But we tend to stop pastreproduction right when women
are in their non-reproductiveyears.
You don't tend to see muchconversation about that.
And when you couple that withthe shifting demographics that
our country is seeing in termsof you know, our population is
aging, women are aging.
Women live much longer than men.
(03:04):
They're a large percentage ofthe US labor force.
In fact, menopausal women arenow approximately 20% of the US
labor force.
There really needs to be moreconsideration for them.
Speaker 1 (03:16):
Yeah, 100% agree.
Women 50 plus are the fastestgrowing workplace demographic in
the US and other countriestoday and, as we know, you know,
the aging population is in theworkplace longer, so we're
living longer, we're workinglonger and I love what you're
doing because it really isequipping organizations and
(03:40):
individuals to support women inthe workplace.
At that later stage I will justcall it so.
It's really-.
When they're at their prime.
Speaker 3 (03:50):
Yeah, absolutely yeah .
Speaker 1 (03:51):
So talk a little bit about that.
I think it's a really importantconversation to have here, that
women are at the peak of theircareer and we don't want to lose
that talent.
So speak to that a little bitif you can, Melissa.
Speaker 2 (04:06):
As women mature and they move past the reproductive
years, right, we, we talksometimes.
I mean, there's for somethere's a sense of sadness right
In the beginning because, oh,things are changing.
But then it becomes oftentimesvery freeing.
You know, you're, you're nottethered to a monthly cycle,
(04:27):
you're not, hopefully, tetheredto as many of the emotional
swings.
You're not rushing home to takecare of a young child, right,
all of a sudden you have this adifferent sense of empowerment
and control over your life, overyour career.
But you've also wisened.
You've had a wealth ofexperience that you can now
really start to think aboutdifferently.
So women that are, you know,past their reproductive years,
(04:51):
have a tendency to be bettermanagers, right, and we can look
at some of the research and wecan try and find some of the
stats.
But they also have a lot moreexperience that they can bring
to bear.
So, as you look at people asthey age in the workplace,
depending upon the type of rolethat they're in, they're usually
moving up in their companies orthey've moved up in their
(05:12):
company, and wherever they're at, they're really excelling.
And, granted, there's always afew that aren't.
But overall we're sort of atour prime right, we're less
constrained, we're morecomfortable with ourselves.
We've really sort of at ourprime right.
We're less constrained, we'remore comfortable with ourselves.
We've really sort of come intoour own and we can be much
stronger contributors as well asconsumers.
Speaker 1 (05:32):
Yeah, and I think for many we want to leave that
legacy.
We want to make the best of.
The runway is a little bitshorter and I know for both Kim
and I we have this conversationa lot.
We do want to leave a footprintfor others to follow.
So at times I think that therecan be even more meaning behind
(05:54):
the work that we're doing aswell.
Speaker 2 (05:57):
There's a term, it's called generativity.
It's when we get to, you know,when you get to your 40s,
fifties, you all of a suddenstart to feel this need to give
back in some degree and I thinkthat's part of what makes us so
strong at this point in our inour careers and in our lives is
because we're no longer takingcare of kids right Now.
(06:17):
Granted, you're always takingcare of your kids in some way,
but you're you're no longer sofocused on childcare.
You know you have all of thatto give somewhere else.
Speaker 3 (06:25):
That's right.
So who should attend and whatdo I walk away with when I go to
one of the?
I mean, I've been to all ofthem, so I know personally but
it's my favorite event of theyear but who's your ideal
attendee and what would you saythat, if you come, what do you
walk away with?
Speaker 2 (06:43):
So the ideal attendee is is HR professionals, right?
So chief people officers, chiefhuman research officers, heads
of benefits, people that arelooking to have an impact on
attracting employees, retainingemployees and improving upon
employee satisfaction andunderstand that it's more than
just benefits right?
(07:04):
So that's really who'sattending.
Sometimes it may be a level ortwo down, which is great,
because lots of times we seerising stars as they're growing
within their organizations orthe ones that are really
bringing back new thoughts andideas, but the key with our
events, and something that I'mincredibly passionate about, is
making them actionable.
So, anybody that comes to theevent, you're going to hear from
(07:24):
peers.
You're going to hear fromcompanies that are making
changes in a positive way, thatare impacting productivity, that
are impacting satisfaction.
You're going to hear howthey're going about it, whether
it's cultural change, whetherit's changes in benefits,
whether it's changes inaccommodations, whether it's
changes in transparency ofpolicies, but you're going to
learn about different types ofchanges that other companies are
(07:47):
actively making that you canpotentially apply to your own
companies.
My fervent hope wheneversomebody comes to one of our
events, is if they leave withjust one thing they want to
bring back to their company andtry.
I feel like it's been asuccessful experience.
Speaker 1 (08:01):
Yeah, and you do a great job with the events in
sprinkling presentation stylespeakers with panel discussions,
which are always my favorite,plenty of time for Q&A so that
individuals and organizationscan ask those questions
(08:22):
specifically for theirorganizations as well.
So I love the time and thoughtthat you put into that, and
plenty of time for networking aswell.
So, to your point, when youhave successful organizations in
the room, there's time toreally meet one-on-one and have
those conversations so that youhave those action plans to take
away.
So I love the platform thatyou've built.
(08:45):
I'm wondering, you know we'vewe've had the privilege of
attending your events and beinga part of them and sponsoring
the events, and I'm wondering ifyou have special favorite
speakers that you've had thatyou can just kind of highlight
maybe you know high level.
Speaker 2 (09:03):
She's putting on a spot, Kim I know it's okay.
You got it.
I a spot Kim, I know it's okay.
Speaker 3 (09:06):
You got it.
Yeah, I tell you my favorite.
I know you don't want.
Yeah, what was it?
Was it Batavia?
Speaker 1 (09:11):
No, I'm kidding, I love them all.
Speaker 3 (09:14):
No, but really.
Speaker 1 (09:15):
I mean, you know there's certain we take things
away as well.
Right, I mean sure you'd saythe same thing, melissa.
You organize these events andyou put these dynamic people on
the stage that are really makingchange within their
organization, but we take thingsaway as well.
Right, we listen.
I learn in every one of myevents, every single one of them
(09:36):
, so you don't have to namespecific speakers.
But what are some of those goldnuggets maybe that you really
remember, that resonate with you?
Speaker 2 (09:46):
So I'll tell you how I look at it.
You know, I think data right isalways so important.
Like we're in business, we needproof points, right.
It's not the only thing, but Ithink data is super important
and we've been really lucky outin Seattle.
Mercer's come every year andsupported the event and they've
really shared really helpfulinformation latest research on
how gender equity and supportingwomen in the workplace can
(10:09):
really help lift up anorganization and I think that
it's so useful to get thoseproof points.
And then, if you couple thatwith some knowledge about what's
actually happening, right, itfascinates me.
So I am not a medical expert,right, even though I do a lot in
the women's health care spaceam not a medical expert, right,
even though I do a lot ofwomen's healthcare space.
So I always make sure we haveone session that includes a
doctor, a highly credentialeddoctor.
(10:30):
We had Dr Dina Gordon last yearfrom Swedish.
We had like Hasbun this year,and I love watching the audience
because it's amazing.
It's our bodies, it's ourphysiology and it's shocking how
much we don't know.
So, even though it's a B2Bevent and it's meant for you
know, c-suite professionals toreally understand what they can
do within their organizations.
One of the top rated sessionsis always the medical
(10:53):
professional, because peoplereally need to understand why
these changes may have more ofan impact on how they conduct
themselves at work or whatsupport they need at work.
So I love that.
And then I think the third thingfor me is always trying to look
at the topic from differentlenses, right?
So last year in New York andwe're bringing him to Seattle we
(11:14):
had Bradley Sherman from theHume team and he's just.
Not only is he just a brilliantspeaker, but his perspective on
how shifting demographics andpopulation change impact the
workplace is so fascinating andso concrete that if you are one
of hopefully the very few outthere that really doesn't
(11:35):
believe that gender equity andsupportive women in the
workplace is important, you haveno choice but to consider it
just from being able to have afully staffed workplace, right?
So, looking at different lenses, thinking about it from
different perspectives, tryingto understand the organization's
perspective on what they're upagainst, even if they truly do
believe in change the value ofwhat we're doing, how hard it is
(11:58):
to accomplish, speakers thatcan really bring different
perspectives and can reallybring concrete evidence and
facts I think are superimportant.
So that's the part I think Ienjoy the most.
Speaker 3 (12:09):
Yeah, I was thinking about.
I was thinking about Bradley inthat conversation because he
was fascinating and I can't waitto hear what he has to say now,
with the current administration, at the upcoming event in
Seattle, the second event inSeattle which we convinced you
you come to the West coast.
Come to the West coast Anybody?
Speaker 2 (12:28):
listening, it was all Madovi's fault.
They were like they came, theycalled, they conquered.
They were like come on over andit's, it's.
It was really.
I mean, I'm I'm quite gratefulbecause I think it's it's been a
really great experience outthere and there are so many
great organizations that arereally interested in trying to
do more and trying to do better.
It's a beautiful thing to beable to try and help support
(12:51):
them.
Speaker 3 (12:52):
We love it, so tell everybody about the upcoming
events.
What are you most excited for?
What are people going to walkaway with Besides Bradley and
Kelly Kasperson?
Speaker 1 (13:01):
Who's amazing?
Who's our favorite?
Speaker 3 (13:05):
to walk us through the event.
Speaker 2 (13:07):
Yeah, so the event is May 14th at the university of
Washington.
I'm very kindly hosting uswhich is just a lovely thing in
itself at the hub and it will bea half day program and it will
include a a lot of what I said.
My favorite parts of speakerswere right there'll be some some
medical information that youcan use really just to better
(13:28):
understand what your employeesare going through, if you need
to, and why this is so important, and then there'll be some
phenomenal case studies.
Actually, kim, you'll beinterviewing Dr June Armstrong,
who heads up CVS BehavioralHealth, and I think they are not
(13:51):
only are they the first fullyaccredited menopause partner of
Medovia's, which I think is afeat unto itself.
The work that Dr Armstrong hasdone internally within CVS to
really help support femaleemployees, I think, is a gold
standard that a lot of otherscan learn from.
So I'm super excited to hearwhat she has to say and what we
can take away from that.
But overall and you will alsohear from Bradley and learn some
(14:14):
more about what's happeningwith all of these demographic
shifts and some other ways tothink about how you can support
your employee populations and Ithink the most important part is
yes, we are talking about womenand, yes, this is a huge focus
on women, but I think, so muchof what you're going to hear, it
applies to men as well.
I mean, we really need to do agreat job always of supporting
(14:37):
our workforces, and bysupporting women, you also do
support men, and vice versa.
So I hope people will leavethere thinking, hey, here are
some things I really could startto implement in my organization
which will make it that muchmore of a compelling place to be
.
Yeah, absolutely.
Speaker 1 (14:55):
It's a great point.
Male allies are so important,so I do hope that we see men in
the room as well are soimportant, so I do hope that we
see men in the room as well, notjust women.
We'll put the link toregistration and everything in
our show notes so that everyonehas those.
Tickets are still available tothat event.
But I want to kind oftransition here for a moment,
(15:15):
melissa, because you are doingsomething extraordinary on that
healthcare support side that I'mnot sure too many people are
aware of.
So can you just spend a fewmoments talking about your
menopause hotline?
Bravo, by the way, I'm soexcited.
Speaker 2 (15:34):
Yes, and I have to say bravo to Ally Women's Health
because we wouldn't be fundedwithout them.
So there are very few OBGYNs inthe US to begin with, right.
So if there's, the last data Isaw is there's probably about
56,000 in the entire country,right, where you've got about
(15:54):
300 million women right, andyou've got a very large
percentage of them that areperimenopausal or menopausal.
There's maybe 56,000 or socurrently working OBGYNs Wow,
and frankly, a very, very largepercentage of them probably more
like 70% to 80% have not beeneducated on menopause.
So when you go online and youlook at all the feedback and the
(16:18):
commentary, the number onecomplaint that you hear from
women is that they've beendismissed.
They don't know where to go.
Their doctor's not helping them.
What do they do?
And there's a lot of greatgroups right now that are doing
some wonderful advocacy on theHill trying to solve for that.
But in the meantime, I wanted todo something that was a little
bit more immediate.
So we partnered with AllyWomen's Health and we launched
(16:40):
the first national freemenopause mandate advice line
where women can call.
Women can go online, they canlook at a calendar, they can
sign up for a free 15 minuteonline video chat with a
menopause guide, and a menopauseguide is someone that is
qualified to give you adviceabout next steps in your midlife
(17:01):
journey.
I do always like to emphasizethat we are not a telehealth
platform.
We do not prescribe nordiagnose, but what we can do is
we can empathize, we can listen,we can share evidence-based
information, we can point you toresources and we can even point
you to qualified doctors withinyour area, so it's something
that we're super, super excitedabout.
A huge shout out to Naomi Watts, who is the co-chair of
(17:25):
Menopause Mandate in the US andis also helping to champion this
advice line.
But, at the end of the day, ifyou need to learn evidence-based
information about what'shappening during midlife, it's a
great resource.
Speaker 3 (17:40):
It's so cool, and can I?
Speaker 1 (17:42):
just say here though the word free yeah note that.
I don't know if every one of thelisteners may have caught that,
but it's free and you arefilling a gap that is indeed a
huge crevice in our system rightnow that you pointed out in the
(18:02):
very beginning of answeringthis question.
I think that a lot of womenjust don't know where to go.
They're being dismissed fromtheir doctors or their doctors
aren't educated and, as in Kim'scase, you tell the story all
the time that your OBGYN handedyou a book that you already had
in your possession Yep, nothelpful, not helpful at all.
(18:24):
So you know you're reallybridging that, that healthcare
support for individuals, and wehear time and time and time
again through the work that wedo, from women I just don't know
where to go, I don't know whoto talk to, and they're at a
loss, and so oftentimes they donothing and they suffer or they
(18:45):
spend a significant amount ofmoney trying to follow the
breadcrumbs right.
Find that provider.
It's so, yeah, they're spendingso much money trying to find the
right solution, and so you arereally providing a phenomenal
service and, you know, if you'renot watching this via video,
you know we've got the hands thehand claps going yeah because
(19:11):
it's.
It really is a huge milestoneand we're thrilled that you have
it.
Now we can go.
If I am a individual consumer,I can go where to go to.
Speaker 2 (19:22):
This is.
This is the best part.
You go to menopause mandateorg,okay, and when you click on the
advice line, you can thenchoose if you would like to
speak to a menopause guide thatspeaks English, spanish or we
also do American sign language.
All you do is click on thecalendar, look at dates and
times that are available andpick your slot.
We don't sell you anything, wedon't follow up with you
(19:45):
afterwards.
It's really just and we do havegreat resources that are
oftentimes third-party,evidence-based, credential, like
from the menopause society,menopauseorg.
So everything we send you orshare with you that you ask for
is evidence-based and is factual.
Speaker 3 (20:03):
That's great, and you know we've heard from a lot of
people of when they startfollowing someone or listening
that they're trying to sell themthe next thing and.
I love that.
So I know it's new and youmight not have any data and
statistics yet.
But who's calling?
What are their concerns?
Are you hearing anything?
So here's what's interesting.
Speaker 2 (20:24):
So, first of all, we use a third-party telehealth
platform that is GDPR compliant,which means that all privacy
and security is considered.
So we don't ask a lot ofquestions.
You talk to a menopause guide.
We don't take notes andnothing's recorded, but what we
do do is post.
You talk to a menopause guide.
We don't take notes andnothing's recorded, but what we
do do is is post.
You get.
You get a survey.
Whether or not you want to fillit out, it's up to you, because
(20:45):
we always want to try andimprove upon the service that
we're offering, and what we'rehearing mostly is just a sense
of relief.
Thank you, somebody listened tome.
I'm not crazy.
This was so helpful.
Now I know what to do next andthat's.
Those are some of the quotesthat we get, cause we always say
listen, if you want to tell ushow it was great, and if you
(21:05):
don't, we're not going to askyou again.
But I think the the key is thatwe're getting women that are
struggling with symptoms ortrying to figure out if this is
indeed something that theyshould be starting to think
about.
And how do I go about doingthat?
Where do I go learn and who doI go see, that's great Great, so
good.
Speaker 1 (21:25):
Are you seeing, are you just curious here?
Are you seeing women of allages calling in, so at all
stages of menopause?
So women that might be inperimenopause stage or just
beginning to, you know, lookahead and they're hearing.
Oh, my goodness, what's coming?
Speaker 2 (21:47):
Or are you sitting right in the middle of?
Speaker 1 (21:48):
menopause and I'm like I don't know what's
happening.
Speaker 2 (21:50):
Right?
Well, it's a great questionbecause you know, menopause is a
point in time, right, it'sreally.
Perimenopause is seven to 10years leading up to the full
cessation of 12 months of yourperiod where you got the
hormones fluctuating most.
I mean, you guys know this aswell as I do.
I don't know about ourlisteners, though.
So it's, it's really the peoplethat are struggling with all
those symptoms that are leadingup to menopause.
(22:12):
I think, right now, just fromthe feedback I get from the
guides, again, we have nothingdocumented.
Um is really more.
We're getting the calls.
I would love, as we start tobecome more pervasive and people
become more aware of us, thatwomen in their 30s start calling
to understand what they shouldstart thinking about and looking
for.
I mean, we know thatperimenopause symptoms can start
(22:32):
as early as 30 to 35.
There was a recent UVA healthstudy that talked about the 30
to 35 year old who's alreadysuffering moderate, severe
symptoms, right, so it's reallyimportant.
Just like when my daughter wasyounger, I sat and read the
menstruation books with her waybefore she was 13.
(22:52):
So she knew what to expect.
Right, the same thing needs tohappen with menopause, because
it's not such a concrete.
You know, perimenopause is not.
Oh, today I'm in perimenopause.
Okay, what do I do?
It's just not how it works.
I'm so glad you brought that up.
Speaker 1 (23:07):
Melissa, I actually I kind of positioned that
question hoping that you wouldanswer it that way.
Oh good, yeah, I mean I'mreally really hoping that
callers will.
It's almost like preventativemedicine, right, like and Kim,
you talk a lot about this in oursessions as well in building
your tribe, you know, beprepared and build your tribe
(23:29):
before you hit perimenopause,because that transition and that
experience is so much betterwhen you do, when you can plan
ahead.
It's like starting your periodright.
If you know what's happeningand you start your period, no
problem, I know how to take careof this, I know what this is.
Same thing with perimenopause.
Speaker 2 (23:47):
Yeah, because it can really.
I mean, listen, there's a verylucky what 25% of women who
really don't suffer fromsymptoms, but the majority of us
do, and the changes are scaryat times and the pervading
sentiment is, oh, you need to goon an antidepressant and that's
honestly, that's just doing usall a huge injustice.
Speaker 1 (24:09):
Right, right.
What do you hope for with themenopause mandate?
And if you could have yourcrystal ball in front of you and
you're looking ahead a yearfrom now.
What's different?
Is anything different?
What's your?
Speaker 2 (24:23):
hope.
Are we talking about anythingdifferent in the country?
Are we talking about anythingdifferent with menopause?
Oh gosh, I think I could dolike five podcasts on what's
happening in the country.
Speaker 1 (24:36):
Why don't we stick?
Speaker 2 (24:36):
for your work.
My hope is that, similar towhat we've been able to
accomplish in the UK, is themenopause, is menopause mandated
in the advice line just becomepart of people's everyday,
everyday fabric, that if you'vegot a question about menopause
and don't know where to go, younow don't have the I don't know
where to go anymore.
(24:57):
Right, I think it's going totake time.
I think there's a lot of noiseright now in certain markets in
the menopause space, which isbrilliant.
I mean it's great that so manypeople are talking about it,
writing books about it, whathave you.
But I think there's a verylarge swath of the country
that's underserved, that livesin medical deserts and really
could benefit from the serviceif we can figure out how to make
(25:17):
them more aware of it.
So my hope is, a year from nowis we are serving a lot more of
that constituency.
Speaker 1 (25:24):
That's great.
Well, and on that note, youknow you've got an audience of
listeners that are listening tothe podcast.
What can they do to help raiseawareness and help spread that
word?
I mean, how do we get the wordout to especially those
individuals that are at greaterneed for something like this?
Speaker 2 (25:44):
You know I think the best thing you can do is use it
and then tell someone you careabout, right, because if you use
the advice line, if you callthe advice line and you find it
valuable, make sure your friendsand family know about it so
that they can take advantage ofthat same value.
And if you use the advice lineand you don't find it valuable,
well then, please make sure youfill out the survey and tell us
(26:05):
why, so we can change that.
But if everybody just caredabout sharing with one person
that they really cared about, Ithink we'd make a lot of
progress.
Speaker 1 (26:16):
That's, that's great, it's the ripple effect.
They'll tell two more people.
Speaker 2 (26:20):
Yeah Well, two more people and so on, and so on.
No, never dating ourselvesagain.
Yeah Well, that's all right.
Speaker 3 (26:26):
I've sort of come to peace with that, it's fine.
So okay, we have May 14th inSeattle.
What are some other upcomingevents that people can?
Speaker 2 (26:36):
Yes, we have May 14th in Seattle and then we have
November 18th in New York Cityand we launched, thanks to the
generosity of Mount Sinai,health System in New York City
and we continue to partner withthem.
So that's also another greatevent and for people that are
listening, that might be part ofan employee resource group or a
business resource group attheir company.
(26:58):
We also put on programming forthe leaders of those women's
employee resource groups.
We do once a year in Seattle atthe Gates Foundation.
It's running actually nextTuesday, april 29th, and then we
do once a year in New York City.
Nbc is kind enough to host usand we'll be there on november
6th.
Those are free events, um, freefor leaders of women's ergs, so
(27:21):
people are always welcome toreach out to learn more about
those if they are in thoselocations and interested in
attending free, so much free, ohmy gosh, we never get free.
Well, if we're not free, we'renot going to get to the people
that need it most.
Speaker 3 (27:33):
Yeah for sure.
Well, where can people find you?
What's the best way to connectwith Melissa Ashley's work?
Speaker 2 (27:41):
Well, a couple of ways.
You can go tomenopausemandateorg if you're
interested in the advice line orwhat Menopause Mandate the
nonprofit is doing.
And people are also more thanwelcome to connect with me on
LinkedIn, on Instagram, you knowwe are a lot of people just
send emails with questions or,you know, go on LinkedIn and ask
a question and, whereas I willnever portend to give medical
(28:02):
advice, I'm always happy toanswer and direct.
So please, you know, feel freeto reach out.
Speaker 3 (28:07):
Okay, well, that's great and we appreciate you so
much.
We have so much fun when we getto work with you.
So thank you for you know,giving your trust to come to
Seattle and for all the workthat you do, because I think you
know you're changing thingsthat need to be changed, so
appreciate that.
I don't know if we told youthis, but the end of our podcast
(28:29):
we asked the same question toevery guest, so you're ready?
I don't know this what's thebest piece of advice you've ever
received?
Speaker 2 (28:40):
Just in terms of life lessons.
Yeah, honestly, listen, love it.
The best piece of advice I everreceived, especially when I was
younger, growing up in business, was listen, right.
The more you listen, the moreyou learn and the more that you
can then contribute.
So to me, that's probably Imean off the top of my head
(29:02):
that's usually the one that hitsme, that's what we want.
Speaker 1 (29:06):
I actually love that, Kim.
What is it that we say?
Why are you talking?
Or what's the?
Speaker 3 (29:12):
Why am I talking now, or something you know where you
question yourself of like whyyou're talking?
That's like, yeah, I'm gonnahave to look that up, yeah but
just show that.
Speaker 1 (29:20):
Why are you talking?
Yeah, so, um, yeah, love that,love that advice.
Listening if you're beingcurious is super important.
Melissa, we get to see youtwice in the next couple weeks I
know I'm so excited about that.
We've got here in Seattle, bythe way.
We'll have that, just you know.
Serve it right up for you whenyou come Hopefully a beautiful
(29:41):
day at the U-Dub hub cherrytrees maybe we'll still be in
blossom, so hope to see many ofour listeners there as well.
But until next time, go findjoy in the journey.
Thanks so much for having me,yep, take care.
Thank you for listening to theMedovia menopause podcast.
If you enjoyed today's show,please give it a thumbs up,
(30:03):
subscribe for future episodes,leave a review and share this
episode with a friend.
Medovia is out to change thenarrative.
Learn more at medoviacom.
That's M I D O Voviacom.
That's M-I-D-O-V-I-A dot com.
Welcome to the Medovia Menopause Podcast
Business Edition, your trustedsource for insights on menopause
and midlife in the workplace.
Each episode featuresmeaningful conversations with
inspiring guests.
Tune in and enjoy the show.
Hi everyone.
Today we have a special guestwho we've been working alongside
(00:21):
for several years now.
Melissa Ashley is joining theshow.
Melissa is the founder of Womenin Work US and the Menopause
Mandate.
Today we're going to dive intowomen's workplace empowerment
and what it really means to havesupport through every stage of
life, including menopause.
So let's dive right in, melissa.
(00:43):
Take us back a little bit.
What inspired you to launchWomen in Work US?
Speaker 2 (00:50):
Well, thanks for that's a great question.
I'm super excited to be here totalk about this, so if I take
you back, we won't go too farback.
I promise I was doing a lot ofwork in the menopause space
about four or five years ago,really trying to figure out how
to help women get access toevidence-based facts right,
because there's so much greatcommunity building on social
(01:10):
media but a lot of theinformation is not necessarily
correct and I really felt likethe lack of access for women was
a problem.
And while I was doing that, itoccurred to me as a business
person that if companies didn'tstart to really get on board
with recognizing that women doage right and they are an
(01:30):
important part of the workforcepopulation, that if they're not
well supported, that when womenstart recognizing that they
deserve better treatments andthat there are ways to feel
better, if their companiesweren't supporting them, they
were going to be very frustrated.
So we my business partner and Iconceptualized women in work as
a way to try and help combatthat.
Speaker 3 (01:50):
That's great, so great.
Well, how would you say you'redifferent than other women's
summits?
Or you know, conferences froman event perspective?
Speaker 2 (02:02):
That's a great point.
You know there's a lot ofwomen's events in the market.
They're usually very consumerdriven.
There are women's B2B programsbut they tend to focus more on
women empowerment, which issuper important, and on you know
why it's important for us allto get together and, I think,
again, super important.
(02:22):
But there's not a lot that'sreally targeted to C-suite
executives in the HR andbenefits area that really talks
about the how right, and so manyof these women's events are
focused on gender equity, likeours is, but also on
reproductive rights, fertility,all super important things that
(02:43):
I've taken advantage of.
But we tend to stop pastreproduction right when women
are in their non-reproductiveyears.
You don't tend to see muchconversation about that.
And when you couple that withthe shifting demographics that
our country is seeing in termsof you know, our population is
aging, women are aging.
Women live much longer than men.
(03:04):
They're a large percentage ofthe US labor force.
In fact, menopausal women arenow approximately 20% of the US
labor force.
There really needs to be moreconsideration for them.
Speaker 1 (03:16):
Yeah, 100% agree.
Women 50 plus are the fastestgrowing workplace demographic in
the US and other countriestoday and, as we know, you know,
the aging population is in theworkplace longer, so we're
living longer, we're workinglonger and I love what you're
doing because it really isequipping organizations and
(03:40):
individuals to support women inthe workplace.
At that later stage I will justcall it so.
It's really-.
When they're at their prime.
Speaker 3 (03:50):
Yeah, absolutely yeah .
Speaker 1 (03:51):
So talk a little bit about that.
I think it's a really importantconversation to have here, that
women are at the peak of theircareer and we don't want to lose
that talent.
So speak to that a little bitif you can, Melissa.
Speaker 2 (04:06):
As women mature and they move past the reproductive
years, right, we, we talksometimes.
I mean, there's for somethere's a sense of sadness right
In the beginning because, oh,things are changing.
But then it becomes oftentimesvery freeing.
You know, you're, you're nottethered to a monthly cycle,
(04:27):
you're not, hopefully, tetheredto as many of the emotional
swings.
You're not rushing home to takecare of a young child, right,
all of a sudden you have this adifferent sense of empowerment
and control over your life, overyour career.
But you've also wisened.
You've had a wealth ofexperience that you can now
really start to think aboutdifferently.
So women that are, you know,past their reproductive years,
(04:51):
have a tendency to be bettermanagers, right, and we can look
at some of the research and wecan try and find some of the
stats.
But they also have a lot moreexperience that they can bring
to bear.
So, as you look at people asthey age in the workplace,
depending upon the type of rolethat they're in, they're usually
moving up in their companies orthey've moved up in their
(05:12):
company, and wherever they're at, they're really excelling.
And, granted, there's always afew that aren't.
But overall we're sort of atour prime right, we're less
constrained, we're morecomfortable with ourselves.
We've really sort of at ourprime right.
We're less constrained, we'remore comfortable with ourselves.
We've really sort of come intoour own and we can be much
stronger contributors as well asconsumers.
Speaker 1 (05:32):
Yeah, and I think for many we want to leave that
legacy.
We want to make the best of.
The runway is a little bitshorter and I know for both Kim
and I we have this conversationa lot.
We do want to leave a footprintfor others to follow.
So at times I think that therecan be even more meaning behind
(05:54):
the work that we're doing aswell.
Speaker 2 (05:57):
There's a term, it's called generativity.
It's when we get to, you know,when you get to your 40s,
fifties, you all of a suddenstart to feel this need to give
back in some degree and I thinkthat's part of what makes us so
strong at this point in our inour careers and in our lives is
because we're no longer takingcare of kids right Now.
(06:17):
Granted, you're always takingcare of your kids in some way,
but you're you're no longer sofocused on childcare.
You know you have all of thatto give somewhere else.
Speaker 3 (06:25):
That's right.
So who should attend and whatdo I walk away with when I go to
one of the?
I mean, I've been to all ofthem, so I know personally but
it's my favorite event of theyear but who's your ideal
attendee and what would you saythat, if you come, what do you
walk away with?
Speaker 2 (06:43):
So the ideal attendee is is HR professionals, right?
So chief people officers, chiefhuman research officers, heads
of benefits, people that arelooking to have an impact on
attracting employees, retainingemployees and improving upon
employee satisfaction andunderstand that it's more than
just benefits right?
(07:04):
So that's really who'sattending.
Sometimes it may be a level ortwo down, which is great,
because lots of times we seerising stars as they're growing
within their organizations orthe ones that are really
bringing back new thoughts andideas, but the key with our
events, and something that I'mincredibly passionate about, is
making them actionable.
So, anybody that comes to theevent, you're going to hear from
(07:24):
peers.
You're going to hear fromcompanies that are making
changes in a positive way, thatare impacting productivity, that
are impacting satisfaction.
You're going to hear howthey're going about it, whether
it's cultural change, whetherit's changes in benefits,
whether it's changes inaccommodations, whether it's
changes in transparency ofpolicies, but you're going to
learn about different types ofchanges that other companies are
(07:47):
actively making that you canpotentially apply to your own
companies.
My fervent hope wheneversomebody comes to one of our
events, is if they leave withjust one thing they want to
bring back to their company andtry.
I feel like it's been asuccessful experience.
Speaker 1 (08:01):
Yeah, and you do a great job with the events in
sprinkling presentation stylespeakers with panel discussions,
which are always my favorite,plenty of time for Q&A so that
individuals and organizationscan ask those questions
(08:22):
specifically for theirorganizations as well.
So I love the time and thoughtthat you put into that, and
plenty of time for networking aswell.
So, to your point, when youhave successful organizations in
the room, there's time toreally meet one-on-one and have
those conversations so that youhave those action plans to take
away.
So I love the platform thatyou've built.
(08:45):
I'm wondering, you know we'vewe've had the privilege of
attending your events and beinga part of them and sponsoring
the events, and I'm wondering ifyou have special favorite
speakers that you've had thatyou can just kind of highlight
maybe you know high level.
Speaker 2 (09:03):
She's putting on a spot, Kim I know it's okay.
You got it.
I a spot Kim, I know it's okay.
Speaker 3 (09:06):
You got it.
Yeah, I tell you my favorite.
I know you don't want.
Yeah, what was it?
Was it Batavia?
Speaker 1 (09:11):
No, I'm kidding, I love them all.
Speaker 3 (09:14):
No, but really.
Speaker 1 (09:15):
I mean, you know there's certain we take things
away as well.
Right, I mean sure you'd saythe same thing, melissa.
You organize these events andyou put these dynamic people on
the stage that are really makingchange within their
organization, but we take thingsaway as well.
Right, we listen.
I learn in every one of myevents, every single one of them
(09:36):
, so you don't have to namespecific speakers.
But what are some of those goldnuggets maybe that you really
remember, that resonate with you?
Speaker 2 (09:46):
So I'll tell you how I look at it.
You know, I think data right isalways so important.
Like we're in business, we needproof points, right.
It's not the only thing, but Ithink data is super important
and we've been really lucky outin Seattle.
Mercer's come every year andsupported the event and they've
really shared really helpfulinformation latest research on
how gender equity and supportingwomen in the workplace can
(10:09):
really help lift up anorganization and I think that
it's so useful to get thoseproof points.
And then, if you couple thatwith some knowledge about what's
actually happening, right, itfascinates me.
So I am not a medical expert,right, even though I do a lot in
the women's health care spaceam not a medical expert, right,
even though I do a lot ofwomen's healthcare space.
So I always make sure we haveone session that includes a
doctor, a highly credentialeddoctor.
(10:30):
We had Dr Dina Gordon last yearfrom Swedish.
We had like Hasbun this year,and I love watching the audience
because it's amazing.
It's our bodies, it's ourphysiology and it's shocking how
much we don't know.
So, even though it's a B2Bevent and it's meant for you
know, c-suite professionals toreally understand what they can
do within their organizations.
One of the top rated sessionsis always the medical
(10:53):
professional, because peoplereally need to understand why
these changes may have more ofan impact on how they conduct
themselves at work or whatsupport they need at work.
So I love that.
And then I think the third thingfor me is always trying to look
at the topic from differentlenses, right?
So last year in New York andwe're bringing him to Seattle we
(11:14):
had Bradley Sherman from theHume team and he's just.
Not only is he just a brilliantspeaker, but his perspective on
how shifting demographics andpopulation change impact the
workplace is so fascinating andso concrete that if you are one
of hopefully the very few outthere that really doesn't
(11:35):
believe that gender equity andsupportive women in the
workplace is important, you haveno choice but to consider it
just from being able to have afully staffed workplace, right?
So, looking at different lenses, thinking about it from
different perspectives, tryingto understand the organization's
perspective on what they're upagainst, even if they truly do
believe in change the value ofwhat we're doing, how hard it is
(11:58):
to accomplish, speakers thatcan really bring different
perspectives and can reallybring concrete evidence and
facts I think are superimportant.
So that's the part I think Ienjoy the most.
Speaker 3 (12:09):
Yeah, I was thinking about.
I was thinking about Bradley inthat conversation because he
was fascinating and I can't waitto hear what he has to say now,
with the current administration, at the upcoming event in
Seattle, the second event inSeattle which we convinced you
you come to the West coast.
Come to the West coast Anybody?
Speaker 2 (12:28):
listening, it was all Madovi's fault.
They were like they came, theycalled, they conquered.
They were like come on over andit's, it's.
It was really.
I mean, I'm I'm quite gratefulbecause I think it's it's been a
really great experience outthere and there are so many
great organizations that arereally interested in trying to
do more and trying to do better.
It's a beautiful thing to beable to try and help support
(12:51):
them.
Speaker 3 (12:52):
We love it, so tell everybody about the upcoming
events.
What are you most excited for?
What are people going to walkaway with Besides Bradley and
Kelly Kasperson?
Speaker 1 (13:01):
Who's amazing?
Who's our favorite?
Speaker 3 (13:05):
to walk us through the event.
Speaker 2 (13:07):
Yeah, so the event is May 14th at the university of
Washington.
I'm very kindly hosting uswhich is just a lovely thing in
itself at the hub and it will bea half day program and it will
include a a lot of what I said.
My favorite parts of speakerswere right there'll be some some
medical information that youcan use really just to better
(13:28):
understand what your employeesare going through, if you need
to, and why this is so important, and then there'll be some
phenomenal case studies.
Actually, kim, you'll beinterviewing Dr June Armstrong,
who heads up CVS BehavioralHealth, and I think they are not
(13:51):
only are they the first fullyaccredited menopause partner of
Medovia's, which I think is afeat unto itself.
The work that Dr Armstrong hasdone internally within CVS to
really help support femaleemployees, I think, is a gold
standard that a lot of otherscan learn from.
So I'm super excited to hearwhat she has to say and what we
can take away from that.
But overall and you will alsohear from Bradley and learn some
(14:14):
more about what's happeningwith all of these demographic
shifts and some other ways tothink about how you can support
your employee populations and Ithink the most important part is
yes, we are talking about womenand, yes, this is a huge focus
on women, but I think, so muchof what you're going to hear, it
applies to men as well.
I mean, we really need to do agreat job always of supporting
(14:37):
our workforces, and bysupporting women, you also do
support men, and vice versa.
So I hope people will leavethere thinking, hey, here are
some things I really could startto implement in my organization
which will make it that muchmore of a compelling place to be
.
Yeah, absolutely.
Speaker 1 (14:55):
It's a great point.
Male allies are so important,so I do hope that we see men in
the room as well are soimportant, so I do hope that we
see men in the room as well, notjust women.
We'll put the link toregistration and everything in
our show notes so that everyonehas those.
Tickets are still available tothat event.
But I want to kind oftransition here for a moment,
(15:15):
melissa, because you are doingsomething extraordinary on that
healthcare support side that I'mnot sure too many people are
aware of.
So can you just spend a fewmoments talking about your
menopause hotline?
Bravo, by the way, I'm soexcited.
Speaker 2 (15:34):
Yes, and I have to say bravo to Ally Women's Health
because we wouldn't be fundedwithout them.
So there are very few OBGYNs inthe US to begin with, right.
So if there's, the last data Isaw is there's probably about
56,000 in the entire country,right, where you've got about
(15:54):
300 million women right, andyou've got a very large
percentage of them that areperimenopausal or menopausal.
There's maybe 56,000 or socurrently working OBGYNs Wow,
and frankly, a very, very largepercentage of them probably more
like 70% to 80% have not beeneducated on menopause.
So when you go online and youlook at all the feedback and the
(16:18):
commentary, the number onecomplaint that you hear from
women is that they've beendismissed.
They don't know where to go.
Their doctor's not helping them.
What do they do?
And there's a lot of greatgroups right now that are doing
some wonderful advocacy on theHill trying to solve for that.
But in the meantime, I wanted todo something that was a little
bit more immediate.
So we partnered with AllyWomen's Health and we launched
(16:40):
the first national freemenopause mandate advice line
where women can call.
Women can go online, they canlook at a calendar, they can
sign up for a free 15 minuteonline video chat with a
menopause guide, and a menopauseguide is someone that is
qualified to give you adviceabout next steps in your midlife
(17:01):
journey.
I do always like to emphasizethat we are not a telehealth
platform.
We do not prescribe nordiagnose, but what we can do is
we can empathize, we can listen,we can share evidence-based
information, we can point you toresources and we can even point
you to qualified doctors withinyour area, so it's something
that we're super, super excitedabout.
A huge shout out to Naomi Watts, who is the co-chair of
(17:25):
Menopause Mandate in the US andis also helping to champion this
advice line.
But, at the end of the day, ifyou need to learn evidence-based
information about what'shappening during midlife, it's a
great resource.
Speaker 3 (17:40):
It's so cool, and can I?
Speaker 1 (17:42):
just say here though the word free yeah note that.
I don't know if every one of thelisteners may have caught that,
but it's free and you arefilling a gap that is indeed a
huge crevice in our system rightnow that you pointed out in the
(18:02):
very beginning of answeringthis question.
I think that a lot of womenjust don't know where to go.
They're being dismissed fromtheir doctors or their doctors
aren't educated and, as in Kim'scase, you tell the story all
the time that your OBGYN handedyou a book that you already had
in your possession Yep, nothelpful, not helpful at all.
(18:24):
So you know you're reallybridging that, that healthcare
support for individuals, and wehear time and time and time
again through the work that wedo, from women I just don't know
where to go, I don't know whoto talk to, and they're at a
loss, and so oftentimes they donothing and they suffer or they
(18:45):
spend a significant amount ofmoney trying to follow the
breadcrumbs right.
Find that provider.
It's so, yeah, they're spendingso much money trying to find the
right solution, and so you arereally providing a phenomenal
service and, you know, if you'renot watching this via video,
you know we've got the hands thehand claps going yeah because
(19:11):
it's.
It really is a huge milestoneand we're thrilled that you have
it.
Now we can go.
If I am a individual consumer,I can go where to go to.
Speaker 2 (19:22):
This is.
This is the best part.
You go to menopause mandateorg,okay, and when you click on the
advice line, you can thenchoose if you would like to
speak to a menopause guide thatspeaks English, spanish or we
also do American sign language.
All you do is click on thecalendar, look at dates and
times that are available andpick your slot.
We don't sell you anything, wedon't follow up with you
(19:45):
afterwards.
It's really just and we do havegreat resources that are
oftentimes third-party,evidence-based, credential, like
from the menopause society,menopauseorg.
So everything we send you orshare with you that you ask for
is evidence-based and is factual.
Speaker 3 (20:03):
That's great, and you know we've heard from a lot of
people of when they startfollowing someone or listening
that they're trying to sell themthe next thing and.
I love that.
So I know it's new and youmight not have any data and
statistics yet.
But who's calling?
What are their concerns?
Are you hearing anything?
So here's what's interesting.
Speaker 2 (20:24):
So, first of all, we use a third-party telehealth
platform that is GDPR compliant,which means that all privacy
and security is considered.
So we don't ask a lot ofquestions.
You talk to a menopause guide.
We don't take notes andnothing's recorded, but what we
do do is post.
You talk to a menopause guide.
We don't take notes andnothing's recorded, but what we
do do is is post.
You get.
You get a survey.
Whether or not you want to fillit out, it's up to you, because
(20:45):
we always want to try andimprove upon the service that
we're offering, and what we'rehearing mostly is just a sense
of relief.
Thank you, somebody listened tome.
I'm not crazy.
This was so helpful.
Now I know what to do next andthat's.
Those are some of the quotesthat we get, cause we always say
listen, if you want to tell ushow it was great, and if you
(21:05):
don't, we're not going to askyou again.
But I think the the key is thatwe're getting women that are
struggling with symptoms ortrying to figure out if this is
indeed something that theyshould be starting to think
about.
And how do I go about doingthat?
Where do I go learn and who doI go see, that's great Great, so
good.
Speaker 1 (21:25):
Are you seeing, are you just curious here?
Are you seeing women of allages calling in, so at all
stages of menopause?
So women that might be inperimenopause stage or just
beginning to, you know, lookahead and they're hearing.
Oh, my goodness, what's coming?
Speaker 2 (21:47):
Or are you sitting right in the middle of?
Speaker 1 (21:48):
menopause and I'm like I don't know what's
happening.
Speaker 2 (21:50):
Right?
Well, it's a great questionbecause you know, menopause is a
point in time, right, it'sreally.
Perimenopause is seven to 10years leading up to the full
cessation of 12 months of yourperiod where you got the
hormones fluctuating most.
I mean, you guys know this aswell as I do.
I don't know about ourlisteners, though.
So it's, it's really the peoplethat are struggling with all
those symptoms that are leadingup to menopause.
(22:12):
I think, right now, just fromthe feedback I get from the
guides, again, we have nothingdocumented.
Um is really more.
We're getting the calls.
I would love, as we start tobecome more pervasive and people
become more aware of us, thatwomen in their 30s start calling
to understand what they shouldstart thinking about and looking
for.
I mean, we know thatperimenopause symptoms can start
(22:32):
as early as 30 to 35.
There was a recent UVA healthstudy that talked about the 30
to 35 year old who's alreadysuffering moderate, severe
symptoms, right, so it's reallyimportant.
Just like when my daughter wasyounger, I sat and read the
menstruation books with her waybefore she was 13.
(22:52):
So she knew what to expect.
Right, the same thing needs tohappen with menopause, because
it's not such a concrete.
You know, perimenopause is not.
Oh, today I'm in perimenopause.
Okay, what do I do?
It's just not how it works.
I'm so glad you brought that up.
Speaker 1 (23:07):
Melissa, I actually I kind of positioned that
question hoping that you wouldanswer it that way.
Oh good, yeah, I mean I'mreally really hoping that
callers will.
It's almost like preventativemedicine, right, like and Kim,
you talk a lot about this in oursessions as well in building
your tribe, you know, beprepared and build your tribe
(23:29):
before you hit perimenopause,because that transition and that
experience is so much betterwhen you do, when you can plan
ahead.
It's like starting your periodright.
If you know what's happeningand you start your period, no
problem, I know how to take careof this, I know what this is.
Same thing with perimenopause.
Speaker 2 (23:47):
Yeah, because it can really.
I mean, listen, there's a verylucky what 25% of women who
really don't suffer fromsymptoms, but the majority of us
do, and the changes are scaryat times and the pervading
sentiment is, oh, you need to goon an antidepressant and that's
honestly, that's just doing usall a huge injustice.
Speaker 1 (24:09):
Right, right.
What do you hope for with themenopause mandate?
And if you could have yourcrystal ball in front of you and
you're looking ahead a yearfrom now.
What's different?
Is anything different?
What's your?
Speaker 2 (24:23):
hope.
Are we talking about anythingdifferent in the country?
Are we talking about anythingdifferent with menopause?
Oh gosh, I think I could dolike five podcasts on what's
happening in the country.
Speaker 1 (24:36):
Why don't we stick?
Speaker 2 (24:36):
for your work.
My hope is that, similar towhat we've been able to
accomplish in the UK, is themenopause, is menopause mandated
in the advice line just becomepart of people's everyday,
everyday fabric, that if you'vegot a question about menopause
and don't know where to go, younow don't have the I don't know
where to go anymore.
(24:57):
Right, I think it's going totake time.
I think there's a lot of noiseright now in certain markets in
the menopause space, which isbrilliant.
I mean it's great that so manypeople are talking about it,
writing books about it, whathave you.
But I think there's a verylarge swath of the country
that's underserved, that livesin medical deserts and really
could benefit from the serviceif we can figure out how to make
(25:17):
them more aware of it.
So my hope is, a year from nowis we are serving a lot more of
that constituency.
Speaker 1 (25:24):
That's great.
Well, and on that note, youknow you've got an audience of
listeners that are listening tothe podcast.
What can they do to help raiseawareness and help spread that
word?
I mean, how do we get the wordout to especially those
individuals that are at greaterneed for something like this?
Speaker 2 (25:44):
You know I think the best thing you can do is use it
and then tell someone you careabout, right, because if you use
the advice line, if you callthe advice line and you find it
valuable, make sure your friendsand family know about it so
that they can take advantage ofthat same value.
And if you use the advice lineand you don't find it valuable,
well then, please make sure youfill out the survey and tell us
(26:05):
why, so we can change that.
But if everybody just caredabout sharing with one person
that they really cared about, Ithink we'd make a lot of
progress.
Speaker 1 (26:16):
That's, that's great, it's the ripple effect.
They'll tell two more people.
Speaker 2 (26:20):
Yeah Well, two more people and so on, and so on.
No, never dating ourselvesagain.
Yeah Well, that's all right.
Speaker 3 (26:26):
I've sort of come to peace with that, it's fine.
So okay, we have May 14th inSeattle.
What are some other upcomingevents that people can?
Speaker 2 (26:36):
Yes, we have May 14th in Seattle and then we have
November 18th in New York Cityand we launched, thanks to the
generosity of Mount Sinai,health System in New York City
and we continue to partner withthem.
So that's also another greatevent and for people that are
listening, that might be part ofan employee resource group or a
business resource group attheir company.
(26:58):
We also put on programming forthe leaders of those women's
employee resource groups.
We do once a year in Seattle atthe Gates Foundation.
It's running actually nextTuesday, april 29th, and then we
do once a year in New York City.
Nbc is kind enough to host usand we'll be there on november
6th.
Those are free events, um, freefor leaders of women's ergs, so
(27:21):
people are always welcome toreach out to learn more about
those if they are in thoselocations and interested in
attending free, so much free, ohmy gosh, we never get free.
Well, if we're not free, we'renot going to get to the people
that need it most.
Speaker 3 (27:33):
Yeah for sure.
Well, where can people find you?
What's the best way to connectwith Melissa Ashley's work?
Speaker 2 (27:41):
Well, a couple of ways.
You can go tomenopausemandateorg if you're
interested in the advice line orwhat Menopause Mandate the
nonprofit is doing.
And people are also more thanwelcome to connect with me on
LinkedIn, on Instagram, you knowwe are a lot of people just
send emails with questions or,you know, go on LinkedIn and ask
a question and, whereas I willnever portend to give medical
(28:02):
advice, I'm always happy toanswer and direct.
So please, you know, feel freeto reach out.
Speaker 3 (28:07):
Okay, well, that's great and we appreciate you so
much.
We have so much fun when we getto work with you.
So thank you for you know,giving your trust to come to
Seattle and for all the workthat you do, because I think you
know you're changing thingsthat need to be changed, so
appreciate that.
I don't know if we told youthis, but the end of our podcast
(28:29):
we asked the same question toevery guest, so you're ready?
I don't know this what's thebest piece of advice you've ever
received?
Speaker 2 (28:40):
Just in terms of life lessons.
Yeah, honestly, listen, love it.
The best piece of advice I everreceived, especially when I was
younger, growing up in business, was listen, right.
The more you listen, the moreyou learn and the more that you
can then contribute.
So to me, that's probably Imean off the top of my head
(29:02):
that's usually the one that hitsme, that's what we want.
Speaker 1 (29:06):
I actually love that, Kim.
What is it that we say?
Why are you talking?
Or what's the?
Speaker 3 (29:12):
Why am I talking now, or something you know where you
question yourself of like whyyou're talking?
That's like, yeah, I'm gonnahave to look that up, yeah but
just show that.
Speaker 1 (29:20):
Why are you talking?
Yeah, so, um, yeah, love that,love that advice.
Listening if you're beingcurious is super important.
Melissa, we get to see youtwice in the next couple weeks I
know I'm so excited about that.
We've got here in Seattle, bythe way.
We'll have that, just you know.
Serve it right up for you whenyou come Hopefully a beautiful
(29:41):
day at the U-Dub hub cherrytrees maybe we'll still be in
blossom, so hope to see many ofour listeners there as well.
But until next time, go findjoy in the journey.
Thanks so much for having me,yep, take care.
Thank you for listening to theMedovia menopause podcast.
If you enjoyed today's show,please give it a thumbs up,
(30:03):
subscribe for future episodes,leave a review and share this
episode with a friend.
Medovia is out to change thenarrative.
Learn more at medoviacom.
That's M I D O Voviacom.
That's M-I-D-O-V-I-A dot com.
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